Washington State is making waves with a major amendment to its Paid Family and Medical Leave (WA PFML) law, set to take effect January 1, 2026, if funded.
Here’s what employers need to know:
- 𝐄𝐱𝐩𝐚𝐧𝐝𝐞𝐝 𝐉𝐨𝐛 𝐏𝐫𝐨𝐭𝐞𝐜𝐭𝐢𝐨𝐧: Thresholds for coverage will now include smaller employers (down to 8+ employees by 2028) and require only 180 days of employment—no more hour requirement.
- 𝐍𝐨 𝐌𝐨𝐫𝐞 𝐋𝐞𝐚𝐯𝐞 𝐒𝐭𝐚𝐜𝐤𝐢𝐧𝐠: Employers will be able to count FMLA time toward WA PFML job protection—if proper notice is given.
- 𝐇𝐞𝐚𝐥𝐭𝐡 𝐁𝐞𝐧𝐞𝐟𝐢𝐭𝐬 𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐚𝐭𝐢𝐨𝐧: Benefits must now continue during WA PFML—regardless of FMLA overlap.
- 𝐑𝐞𝐝𝐮𝐜𝐞𝐝 𝐂𝐥𝐚𝐢𝐦 𝐃𝐮𝐫𝐚𝐭𝐢𝐨𝐧: Minimum claim time lowered from 8 to 4 hours.
New Notice & Poster Requirements: Enhanced employee communication will be key to compliance. - 𝐒𝐮𝐩𝐩𝐨𝐫𝐭 𝐟𝐨𝐫 𝐒𝐦𝐚𝐥𝐥 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬: Grants of up to $3,000 per employee on leave—but accepting them comes with a three-year premium obligation.
This amendment is a complex shift with significant compliance implications. Employers, especially those in Washington, should begin reviewing their policies and leave procedures now. Stay tuned for more leave management updates from ConnectBridge as this law evolves!